The effect of motivation on staff turnover in Kampala Capital City Authority

Abstract

The study examined the effect of motivation on staff turnover at KCCA. The independent variable was motivation while the dependent variable was staff turnover. The general objective of the study was to determine the relationship between motivation and staff turnover at KCCA. The study was guided by the following objectives; to examine the effect of compensation on staff turnover in Kampala Capital City Authority, to assess the effect of welfare programs on staff turnover in Kampala Capital City Authority and to investigate the effect of career development programs on staff turnover in Kampala Capital City Authority. The researcher adopted to use both descriptive and analytical research, which involved the collection of data from the KCCA staff using both qualitative and quantitative approaches. Thematic analysis was used to analyze qualitative data. Data was collected using questionnaires and an interview guide. The study population consisted of 160 participants. A sample size of 130 respondents was selected using simple random technique was used for all the respondents except for the Management officials and supervisors who were selected purposively. The Findings revealed that compensation has a significant negative effect on staff turnover in Kampala Capital City Authority (-.448), welfare programs have a significant negative effect on staff turnover in Kampala Capital City Authority (-.567) and career development programs have a significant negative effect on staff turnover in Kampala Capital City Authority (-.500). It was concluded that the lower the motivation, the higher the staff turnover at KCCA. It was recommended that KCCA management should improve on welfare programs, financial benefits and employee advancement to reduce on employee turnover.